Some people believe that paying high salaries to employees with tenure is unfair because it limits the institution's ability to hire younger, potentially cheaper, and more talented individuals. If tenure maximizes the potential of existing employees, this tradeoff seems reasonable. However, based on expectancy theory and behavior reinforcement theory, as well as previous studies, research productivity tends to decline in both quantity and quality after obtaining tenure. I have taken note of this issue and will focus our investigation on the factors leading to changes in the quantity and quality of productivity. Understanding whether tenure candidates can maintain their performance levels after obtaining tenure is just as important as evaluating their impressive resumes. After all, no one wants an ineffective employee to become untouchable due to the protective mechanism of tenure.